Replies to This Discussion

Permalink Reply by Andrew Hally on November 23, 2011 at 1:15pm

There was a recent (~1 month ago) discussion about staffing software on the ASA LinkedIn Group. Not as entertaining as a RecruitingBlogs thread of course, but some useful comments nonetheless. Search for "staffing software" within "All Discussions" under the "Search" tab.

• ▶ Reply

Permalink Reply by Steven G. Davis on November 23, 2011 at 2:31pm

Hi Andrew,

Thank you, I will check that out! Apprecite it!

Steve

Andrew Hally said:

There was a recent (~1 month ago) discussion about staffing software on the ASA LinkedIn Group. Not as entertaining as a RecruitingBlogs thread of course, but some useful comments nonetheless. Search for "staffing software" within "All Discussions" under the "Search" tab.

• ▶ Reply

Permalink Reply by Valentino Martinez on November 27, 2011 at 9:07pm

Steven,

Checkout KENEXA at:  http://www.kenexa.com/recruitment-technology

 

It's the most comprehensive ATS available.

 

I used it through Nestle and was impressed with the options.

• ▶ Reply

Permalink Reply by Jerry Albright on November 28, 2011 at 8:32am

Why do you need one? 

• ▶ Reply

Permalink Reply by Steven G. Davis on November 28, 2011 at 8:46am

With some of the recruitment ( high volume) it is a time saver to include or exclude  candidates. With some of our gov't contract work, we often have to hire a high volume of canddiates which means that we screen "alot" of candidates and part of the screening process is "qualifying" candidates with a specific set of qualifying questions which we now do with a phone screen, we could limit our phone screens to those that qualify right out of the gate..

Jerry Albright said:

Why do you need one? 

• ▶ Reply

Permalink Reply by Brian Christopher on November 28, 2011 at 10:07am

BrassRing

BullHorn

• ▶ Reply

Permalink Reply by Valentino Martinez on November 28, 2011 at 12:03pm

Steven,

The fact that you have government contract work suggests your client (government agency) will be required to account for their applicant flow which would include your applicant flow.  A good ATS will have the ability to capture that information for AAP reports required and audited by the EEOC/OFCCP.

Just saying...

Steven G. Davis said:

With some of the recruitment ( high volume) it is a time saver to include or exclude  candidates. With some of our gov't contract work, we often have to hire a high volume of canddiates which means that we screen "alot" of candidates and part of the screening process is "qualifying" candidates with a specific set of qualifying questions which we now do with a phone screen, we could limit our phone screens to those that qualify right out of the gate..

Jerry Albright said:

Why do you need one? 

• ▶ Reply

Permalink Reply by Steven G. Davis on November 28, 2011 at 12:33pm

Yes, Valentino,

That as well is another reason to improve our system/processes..Thank you for adding that!

Valentino Martinez said:

Steven,

The fact that you have government contract work suggests your client (government agency) will be required to account for their applicant flow which would include your applicant flow.  A good ATS will have the ability to capture that information for AAP reports required and audited by the EEOC/OFCCP.

Just saying...

Steven G. Davis said:

With some of the recruitment ( high volume) it is a time saver to include or exclude  candidates. With some of our gov't contract work, we often have to hire a high volume of canddiates which means that we screen "alot" of candidates and part of the screening process is "qualifying" candidates with a specific set of qualifying questions which we now do with a phone screen, we could limit our phone screens to those that qualify right out of the gate..

Jerry Albright said:

Why do you need one? 

• ▶ Reply

Permalink Reply by Joe Battinieri on November 28, 2011 at 1:23pm

Steve,

 

Not totally sure the size or type (staffing/corp) of your organzation but from personal experience I would not recommend Taleo.  Not very good experience from candidate or recruiter side.  Integration is challengeing and it's not well supported.  It's funny, they have a good share of the market, but not sure why.  I know companies tend to move off the platform when their contract expires.

 

Good luck!

 

Joe

 

• ▶ Reply

Permalink Reply by David Smooke on November 28, 2011 at 8:19pm

Hey Steven,

Have you considered SmartRecruiters Free Recruiting Software?

 - mass job posting (free, commercial, and niche boards) and one click job posting to social media (Facebook, LinkedIn, Twitter), and then candidates from all sources are consolidated into the Recruiting Software.

 - a recommendation engine that considers historical evidence to tell you which job boards are the best, based on your position and location.

 - all candidates receive a Facebook style wall where you, or anyone else in the company, can comment.

 - Unlimited users.

 - You can communicate with candidates directly within the software with easy engage, email, invite for interview, or reject options that have template responses, or you can personalize the message.

  - Plus we build career sites, simple drag and drop. The career site will automatically update with any job posted.

For all job seekers using mobile devices, the career site will be optimized for easy to read display.

And with our Facebook Careers Tab, we can display and automate the posting of your jobs on your Facebook company page. 

Full Disclosure: I work for SmartRecruiters.

FREE SOFTWARE FOREVER @DavidSmooke

• ▶ Reply

▶ Reply to Discussion